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This paper examines the extent to which the softer or transferable skills that are apparently sought by firms are developed through work‐based learning. The study is a pilot study, as it is restricted to the experience of students and graduates of a single degree programme at Napier University, Edinburgh. However, the results indicate a positive contribution of work‐based learning to the development of the transferable skills of those involved in the programme. The paper concludes that these tentative positive results drawn from the pilot study need to be tested across a broader sample of students and graduates from a wide range of programmes and institutions. This would enable an effective evaluation of the role of work‐based learning in skilling the firm.

The aim of the study is to identify the latest trends in accounting forensic work in Australia by examining how accounting firms that specialise in forensic services meet the needs of their clients, and to inform universities on the appropriate curricula to ensure the knowledge and skills of future graduates meet industry expectations.

The methodological approach taken in this study was exploratory, and qualitative semi‐structured interviews were the primary data collection instrument used.

Findings from 32 interviews with Australian practising forensic professionals suggest that these services are broad and complex. Opinions differ widely on the best way forward for this area of the accounting profession. Both work‐based and personal attributes required by practising forensic professionals together with the wide range of complex services offered in Australia are presented in a posited model, providing a unique contribution to international forensic accounting literature. Forensic services firms require strong work‐based skills such as oral and written communication skills, technology and analytical skills, in addition to an accounting qualification, as part of their under‐graduate or post‐graduate degrees.

Perceptions were also that graduates require strong interpersonal skills, enthusiasm, intelligence and the ability to work independently and although this has been reported in the literature previously, findings from this study suggest there is still a deficiency in forensic accounting graduates skill set, particularly in relation to oral and written communication. The lack of an Australian‐based forensic accounting certification was also raised.

Both work‐based skills and personal attributes are presented in a posited model of the Australian forensic accountant, providing a unique contribution to international forensic accounting literature.

The purpose of this paper is to give a successful example of how universities can work with business to identify and address skills needs through a context-engaged approach to developing learning to meet the needs identified.

Using a case study approach the business-university collaboration to introduce work-based learning programmes is explained. The paper sets out how learning interventions were researched, designed and introduced to meet identified skills needs throughout the organisation. It highlights the practicalities of the management approach adopted and the benefits achieved through partnership working.

Key to the success of the collaboration was the recruitment of a “Training Centre Facilitator” (TCF) who was co-managed by the company and the university and who was located within the company. The TCF was able to fully understand the company’s and learners’ requirements and thus propose a context-engaged solution that met the needs of the individuals and the organisation. The work-based learning programmes introduced reflected the organisational requirements, individuals’ needs and took into account constraints and restraints on their design and implementation.

The paper presents a case study that investigates an innovative approach to partnership working between HE, FE and a private business organisation. The appointment of a TCF, employed within the company to undertake research and implement identified training interventions is an unusual and original approach to bringing together the three organisations to achieve the planned business improvements. The process used and the key principles for achieving a successful partnership are presented and could be applied in other business-education collaborations to develop in-company work-based learning.

Doctoral students are expected to undertake work-based skills training within their doctoral studies in areas such as problem solving, leadership and team working. The purpose of this paper is to explore student expectations of doctoral training within a UK Higher Education context.

The data for the study were gathered via two focus groups conducted among doctoral students from different faculties in a post-92 UK University. Participants were selected using a snowball sampling approach.

The findings suggest that the expectations of doctoral students are contingent upon their year of study, study mode, perceived fit between training goals and available training, peer recommendations, word-of-mouth (WoM) and the scholarly support they received from their supervisors.

The study suggests a better understanding of students’ segmentation can help Higher Education Institutions deliver training that meets the expectations of doctoral students in a way that result in zero or a positive disconfirmation.

This paper develops and deepens the understanding of the doctoral students’ expectations of work-based skills training and highlights the need for universities to adapt their doctoral training according to the expectations of different student segments.

The purpose of this paper is to report a work‐based learning innovation developed in response to the skills agenda affecting post‐registration continuing professional development for nurses.

The experience of learners, mentors and assessors using the “Skills Bank” are illustrated as part of an ongoing evaluation of work‐based learning. This was captured by semi‐structured interviews and the observations of the author as innovation was implemented and to the quality issues for academic rigour were addressed. The study is set in the context of the debate about skills and competence.

The study finds that learners responded well to the innovation because they were motivated and self‐directed. The experience exceeded their expectations of continuing professional education. Some did not engage with the database of skills and learner‐generated skill design was consequently of poor quality. The assessment strategy is well‐defined and rewards excellence in practice with the use of a grading tool.

Content of skills templates reflect current evidence‐based practice, which can be mapped to Skills for Health workforce competences. Maintaining the Skills Bank in terms of currency and authenticity is challenging.

This paper will be of interest to education and training providers keen to address the preparation of health care staff fit for purpose and practice. It attempts to articulate skills as a notion of competence.

This paper explores the challenges, issues and benefits of reflective practice faced by work-based practitioners undertaking negotiated experiential learning. The study focuses upon the case of a ground-breaking UK-based Senior Leader Master's Degree Apprenticeship (SLMDA) programme which requires learners to develop and apply reflective practice skills through comprehensive work-based learning and research activities. Degree apprenticeships represent a significant opportunity for providers and employers to become more closely aligned in the joint development and promotion of innovative learning opportunities, yet the efficacy of individually negotiated, experiential learning and reflective practice for senior leaders within a challenging healthcare environment remains relatively unexplored from a tripartite perspective. This paper investigates the role of reflective practice within a leading degree apprenticeship programme which embraces this pedagogic approach and considers the potential barriers and benefits for learners and their organisations.

The paper begins by discussing the nature of reflective practice in the workplace and explores the growing importance of this activity in contemporary organisations. Theoretical and conceptual foundations relating to experiential learning and reflective practice are analysed and discussed. The SLMDA programme and NHS case organisation are described in detail. Qualitative data drawn from semi-structured interviews undertaken with learners, employers and personal academic tutors (PATs) are then analysed to identify the key issues and challenges encountered.

The study identifies the benefits of reflective practice, explores the challenges and issues that act as barriers to reflective practice and highlights the importance of the role of the personal academic tutor (PAT) and that of employers in supporting and developing reflective practice in one of the first SLMDA programmes to launch within the UK.

Although reflective practice and work-based research have attracted considerable scholarly activity, investigations have overwhelmingly been focused upon professions such as teaching and nursing and have explored challenges and issues from the perspective of the provider. This study explores reflective practice from the viewpoint of learners, employers and PATs and thereby seeks to complement and expand current understanding by developing a more holistic approach. This work will inform future programme design, practitioner skills development and employer support procedures as learners plan and prepare to facilitate work-based research projects within their organisations.

The purpose of this paper is to examine UK higher level skills gaps. UK universities now have many students who were already learning at a higher level about, for, or through, their activities at work, and have decided to formalise this via a higher education (HE) programme; for these students learning mostly takes place away from the university and is sometimes categorised as “work‐based”. Due to the increasingly flexible and hybrid profile of all contemporary students it is more realistic to align those undertaking work‐based study with those choosing more traditional study routes, as all students need to enhance their workplace and life skills in order to better fit them for employment and life after university. There are blurred, not solid, boundaries between the differing kinds of students and between working and studying, and it is useful and productive to acknowledge this continuum.

A researched overview of relevant policy, data and literature including a research project into higher level skills gaps.

Employers cite the crucial nature of employability and subject‐based skills and the need for employees who understand how to learn, and furthermore how to build upon and maximise the usefulness of what they learn by making connections and solving problems.

The paper shows how HE is shifting, due to demographics, an evolving world picture and a tough economic climate. Technological advances intensify globalisation causing rapid changes and greater competition for jobs and resources. The pressure on HE graduates is greater than ever before. The Government states that individuals require skills with a high economic value and to be prepared to undertake jobs in industries which do not exist yet; they must be changeable and adaptable to meet the challenges of the jobs market and willing to continuously develop themselves.

Drawing on positioning theory, the purpose of this paper is to characterize the activities and positions of students and supervisors at workplaces and on-campus skills training sites across the higher health professional educations of medicine, sports science, and nursing. Furthermore, the study explored the impact of work-based learning (WBL) and skills training on students’ personal professional identity development.

A qualitative case study was conducted across six workplace sites and three on-campus skills training sites with 20 days of observation and 21 in-depth interviews. The data were inductively analyzed resulting in the identification of 12 characteristic narratives. This was followed by abductive analysis using Harré’s concept of positioning as the theoretical framework.

Across the three higher health professional educations, work-based and on-campus skills training sites were characterized by two learning spaces with distinct positions, rights, and duties. The WBL sites gave the students rich opportunities to position themselves, act independently, and behave as professionals seriously striving for mastery. On the on-campus sites, the students behaved less seriously, and were conscious of their rights to try out things, get support, and have fun.

The authors recommend that future studies explore aspects of professional identity formation due to its consequences for curriculum design, including the distribution of simulated spaces and professional spaces in students’ learning environments.

This study adds to the empirical evidence and conceptual frameworks of personal and shared professional identity development in the field of skills and WBL, and it underlines the ongoing value of Harré’s positioning theory in educational research.

The study aims to explore how the collective representations of stakeholders associated with an Executive MBA (EMBA) apprenticeship are conceptualised, and what value elements are perceived as relevant for personal, professional and organisational development.

Forty stakeholders participated in a mixed methods-based group concept mapping (GCM) approach, representing the tripartite relationship of an EMBA apprenticeship. This approach allowed the deconstruction and shared understanding of the value proposition of higher degree apprenticeships.

Analysis identified seven conceptualised value clusters around an eight central cluster “Professional Development”. Two regions of meaning were identified: the personal dimensions of apprentices and their contribution within and to their organisation. Findings showed that a work-based designed curriculum improves confidence and communication skills and that much of the value proposition is personal and self-managed by the apprentices. The tripartite relationship was shown to be incomplete and inconsistent, particularly regarding mentoring and reflective practice.

The pandemic has brought about significant changes in business practice. This study identifies several areas for improving higher degree apprenticeship pedagogy in readiness for the new business landscape, as well as identifying limitations of the tripartite relationship.

The study addresses a gap in the literature by exploring the value proposition an EMBA apprenticeship programme. The interrelatedness of cluster concepts has identified value elements missing from previous apprenticeship delivery. Deconstructing the senior leader apprenticeship enables educators to redesign and refine models of engagement for improving the apprenticeship experience.

The purpose of this article is to examine the increasing number of opportunities for pre‐16 young people at schools in England to become involved in work related and work based programmes and to look at the key drivers of change and their impact.

The approach is descriptive, covering current trends and also uses a case study example.

The conclusions of the article are that there is an upward increase in work‐based learning which is likely to continue significantly in the immediate and medium term. The article also highlights the increasing importance of employer engagement and understanding of the new initiatives.

This article has been written from the perspective of Education Business Partnerships, who act in a brokerage capacity for schools, colleges and businesses. It is not based on statistical analysis directly from schools.

The increased flexibility offered to schools, and the possibility of varied contexts for learning, means that there will be a greater scope for schools to meet students’ learning needs.

This article will be of especial interest to any colleagues and employers involved in post‐16 provision of work based learning in terms of progression issues.